Next semester, I’ll be teaching human resources at a local university. Very excited about it. I enjoy teaching. The interaction with students is terrific.
The university where I’ll be teaching has implemented a new policy that adjunct professors must be paid on the payroll…not via an independent contractor invoice. So, for the first time in a long time, I find myself filling out new-hire paperwork. I had forgotten all about this corporate rite of passage until I received the package…all 31 pages of it.
You heard right, 31 pages. I do think it’s important to point out that pages 7 and 15 are duplicates but I need to sign them anyway. Same with pages 13 and 14.
Your first reaction is probably “Good grief!” This is a fresh employee’s first impression of the organization. They shouldn’t be spending hours filling out 31 pages of forms. They should be meeting their co-workers, learning about the mission of the organization, touring the facilities, etc.
And, you’re absolutely right…new hire employees should be doing all of those things.
There’s also another side to ponder. Have we become a marketplace where we need new employees to sign 31 pieces of paper to protect our butts in a court of law? Not all HR Pro’s are into killing trees and filing paperwork. But part of our job is to mitigate potential liability.
Now’s the time to pursue that elusive ‘paperless office’ and research transitioning to electronic solutions. Not only can it speed up the process for the organization and make it a breeze for your employees…think of all the trees you could be saving.
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Steve Boese says
That’s great about the teaching gig, I also teach a HR course (mine is in HR Technology) and have found that I am learning almost as much from the preparation, research and interactions with the class as the students are. Great work on the blog.
Chris - Manager's Sandbox says
I like the article, but I have to disagree with you here: “But part of our job is to mitigate potential liability.”
That’s “Personnel” mindset creeping in strong. That’s what SHRM shoves down their members’ collective throats every month in HR Magazine. That’s NOT how HR pros get a seat at the table.
Human resources is responsible for recruiting, retaining and motivating the best talent possible. Legal departments exist to mitigate liability, and should definitely work in partnership with HR. But when did it become part of HR’s job description to become liability police?
– Chris
hr bartender says
I totally agree that the role of human resources includes recruiting and retaining the best talent for our organizations. But I also feel that human resources, just like every other department, has a responsibility to mitigate liability in their area of expertise.
The “personnel” label gets attached to people who think their ONLY value comes from being the liability police. Those are the folks who think HR’s importance is derived from the absence of legal expenses.
It’s important that HR Pros realize they can, and should, do both.
Lisa Perez says
If you hadn’t said it already “BOTH” is what I was going to say. I think since we’ve been mitigating liabilities for so long its become second nature so now we can turn our primary focus to aligning HR strategy with our Business Plan.
Love the BLog!!